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One of the most important aspects of organizational change management is managing expectations. This is bedrock: Too often plans are rolled out and timetables are committed to but leaders don't give those impacted a clear understanding of what will happen next.
Depending on the complexity of the organizational change and the magnitude of what the change might feel like for those impacted, managing expectations is paramount. Managing expectations comes down to letting people know what is or isn't going to happen.
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Change is hard, but it doesn't have to be if we better manage our expectations and our attitude toward change overall. After all, change is an inevitable constant, and part of developing a mindset for accepting change comes down to how one prepares for and communicates those changes.
In th...
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Before launching a change management effort, you should have an established vision and an implementation plan. If not, it will be difficult to ask people to change when they don't even understand what the plan or change is. A plan with a clear vision that explains where you are, where you are goi...
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The success of an organizational change process is often predicated on who you start your message with. As leaders, you want to get buy-in as well as input from your key stakeholders on the plan and vision. By starting with the right audiences, you can attain strategic alignment from the onset an...
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Leaders need to consider all the channels they could use to convey the message -- video, email, Slack, town halls, FAQs, office hours, and newsletters -- to effectively meet staff where they typically like to receive information.
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When delivering messages, it is important to have the right messenger -- a person who is trusted, an authority, and who can help lead the change as an effective messenger. There can be times when the wrong messenger was selected and they couldn't effectively meet the moment, which undermined the ...
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A pitfall some leaders make is sugarcoating the message and engaging in equivocating double talk. People deserve respect, and being straight up with people is a form of professional consideration and decency.
Another important aspect of managing organizational change is recognizing that dif...
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And at times, there can be multiple messengers for multiple audiences. As a leader, think about all the people on the team who have the necessary credibility and leverage their leadership to cascade the message. Often, people will welcome the opportunity to hear from other leaders.
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Some messages bear repeating, so complex organizational changes usually require multiple channels through which to communicate and then reiterate the message. You can't expect all audiences to hear or see the message the first, second, or even third time.
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You need to help your team understand who is responsible for what. Communicate realistic expectations of their work out of that. Well, expectation management also applies to you as a leader. Prepare yourself and your team to successfully tackle work tasks by clearly defining those tasks and the r...
Once you have the basics of what happened and how long it has been going on, you can move on to asking more probing questions:
Set your personal boundaries, so you have dedicated time to take care of yourself, your family or household, and your professional responsibilities. You won't be any good to your family if you regularly jump up to respond to work.
The key to success is deciding on expectat...
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